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Human Resource Information System

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Summer Internship Project Report June & July 2009 Human Resource Information System AT Alok Industries Limited Mumbai Under The Guidance of Mrs. Minu Mishra Submitted byAmita Singh (8140) Post Graduate Diploma in Management Oriental Institute of Management Studies & Research (Vashi) New Mumbai 1 TABLE OF CONTENT Acknowledgement Part 1 2  Executive summary  Objectives of study  Scope of study  Human Resource Information System Part 2  Company History  Plants  Company policies  Awards and Certification  Company Locations Part 3  Research Methodology  Conclusion  Bibliography  Annexure Acknowledgement 3 "One Can Mark A Hole Up To The Sky.The Only Requirement Is To Throw A Pebble With Full Determination & Dedication.” I would like to thank Mrs. Minu Mishra & Mr. Prasanna Kumar, under the guidence of whom I had worked in the H.R. Department. I would like to thank Mr. Alok Mahrotra for providing me this opportunity, to do my internship in Alok Industries Limited, in the H.R. Department. As well as my sincere thanks to Meenakshi Ojha, Deepti Sahasrabudhe, Mukund Sansare, Mayuresh Dange, under whome I have worked during the period of my summer internship. It was there constant guidance and support which helped me in making my project and internship a success, providing me with the theoretical and practical knowledge with regards to H.R. Documentation. Thank you very much 4 PART –ONE Executive Summary Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an 5 organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources. The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making. An extensive study by Towers Perrin study revealed the following benefits of Critical Analysis  The general perception about HRIS is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities. But HRIS would be very critical for organizations in the near future. This is because of a number of reasons. Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization       But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs. Objective of study The objectives of this project report have been manifolds. In general the purpose of the project is to have in-depth analysis and knowledge (personal details) about all the employees of all the departments. In a larger perspective the project aimed at finding out the complete details of the 6 employees, so that the HR department can contact them in the case of emergency or official purpose. This study is the starting point for further analysis. It is hoped that a more detailed study can use a survey instrument developed from the results found here. Understanding how to teach. HRIS is more important, as organizations require their employee’s details for different purposes. If a given HRIS is to have any value at all to HR then information should be based on two factors: How many decisions will be improved by the HRIS and How much values will each improved decision produce.      Understanding these two factors is equivalent to any HRIS SCOPE OF STUDY Human Resource Information system is an integrated system designed to provide information used in HR decision making it is a tool through which an HR department can take the informations of the employees when company requires any personal or any official informations. 7      Personnel Management and administration Industrial management Manpower management Organizational management Cordial employee relations. HRIS is a new technique which is used in these different fields where HR can make there work more easy with the help of Human Resource information system they can collect the information by providing them a form of the same format which includes there company details and personal details also. 8 HUMAN RESOURCE INFORMATION SYSTEM What is Human Resource and Information System??????? HUMAN RESOURCE Human Resources may be the most misunderstood of all corporate departments, but it's also the most necessary. Those who work in Human Resources are not only responsible for hiring and firing, they also handle contacting job references and administering employee benefits. 9 It's true that any individual who works in Human Resources must be a "people person." Since anyone in this department deals with a number of employees, as well as outside individuals, on any given day, a pleasant demeanor is a must. Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the scenes to ensure personnel records were in order and employee benefits were being properly administered, but the job stopped there. Today's Human Resources personnel don't only handle small administrative tasks. They are responsible for staffing major Corporation. WHAT DOES A HUMAN RESOURCE MANAGERS DO?? Human resources managers have a great deal of responsibility within their companies, so prior working experience in the human resources field is essential. One of the key functions of a human resources manager is leading the company in developing, implementing, and auditing personnel policies and procedures. In order to ensure the company meets its compliance requirements, a human resources manager must have a solid understanding of applicable local, national, and international employment and Labor Law .Human resources managers are also tasked with ensuring that the company’s employees receive adequate training on the company’s policies and procedures. OBJECTIVES Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner. Key functions 10 Human Resource Management serves these key functions:           Recruitment & Selection Training and Development Performance Evaluation Promotions/Transfer Redundancy Industrial and Employee Relations Record keeping of all personal data. Compensation, pensions, bonuses etc in liaison with Payroll Confidential advice to internal 'customers' in relation to problems at work Career development INFORMATION SYSTEM A standardized system for collecting, recording, interpreting, analyzing, reporting, and disseminating data so that the data are available to be used for making critical management decisions. In a general sense, the term Information System refers to a system of people, data records and activities that process the data and information in an organization, and it includes the organization's manual and automated processes. In a narrow sense, the term information system refers to the specific application software that is used to store data records in a computer system and automates some of the information-processing activities of the organization. Computer-based information systems are in the field of information technology. 11 Information systems support different types of decisions at different levels of the organizational hierarchy. Major types of Information systems include structural databases and information management software. Information system refers broadly to a computer-based system that provides managers with the tools for organizing, evaluating and efficiently running their departments. In order to provide past, present and prediction information, Information System can include software, that helps in decision making, data resources such as databases, the hardware, resources of a system, decision support systems, people management and project management applications, and any computerized processes that enable the department to run efficiently. Within companies and large organizations, the department responsible for computer systems is sometimes called the Management Information System department. WHAT IS HUMAN RESOURCE INFORMATION SYSTEM  An integrated system designed to provide information used in HR decision making. The Human Resource Information Systems (HRIS) provide overall: 12  Management of all employee information. Reporting and analysis of employee information. Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines. Benefits administration including enrollment, status changes, and personal information updating. Complete integration with payroll and other company financial software and accounting systems. Applicant and resume management.    The HRIS that most effectively serves companies tracks:           Attendance and PTO use, Pay raises and history, Pay grades and positions held, Performance development plans, Training received, Disciplinary action received, Personal employee information, and occasionally, Management and key employee succession plans, High potential employee identification, and Applicant tracking, interviewing, and selection. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. company need to select a Human Resources Information System and customize it to meet our needs. With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. 13 PART - TWO 14 15 Company History 12/03/1986 Alok Textiles Industries Limited was incorporated as a private limited company Alok began with Texturising of yarn and Later on expanded into     Weaving, Knitting, Processing, Home textiles, and  Readymade garments. Texturising of yarn Weaving Knitting Yarn Processing Fabric Processing Home Textiles ReadymadeGarments 16 17/06/1992 The name was changed to Alok Textile Private Ltd.  11/02/1993 The company was subsequently converted into a Public Limited Company .  1993 The Company undertook to set up a weaving project at Tanghar, Bhiwadi, dist. Thana for its weaving preparating and weaving unit. 50 nos. automatic looms and one warping machine of cimmco make were procured for the expansion of its textrising unit the Company installed imported roto jet clip set of Heberlien Machinenfabric AG Switzerland make on 108 spindles. 1995 To overcome the short coming the Company set upstate-of-the-art process house at New Mumbai. The Company undertook to integrate its activities by setting up facilities for knitting and processing to cater to garment export industry. The knitting project housed at Silvassa was to facilitate production of 1226 TPA of cotton knitted fabrics by installing 8 nos. imported Mayer & Cueciculat knitting machine. The Company also undertook to set up a state-of-the-art textile process house for processing of cotton viscose fabrics and cotton knitted fabrics. The unit was to have an installed capacity of 201.60 lakh meters p.a. of woven fabric and 2688  TPA of knit processing. 1996 The Company increased its capacities in yarn production to accommodate the Increase in demand by virtue of fall in prices and due to shift in preferences from cotton to polyester. The Company undertook to modernise its weaving operations by installing Sulzer Projectile loom at Rakholi, Silvassa for the manufacture of 100% cotton fabrics of wider width with an installed capacity of 25.58 lakh metres p.a. M/s. Gherzi Eastern India Ltd. were appointed for executing the project       17 “PENINSULA BUSINESS PARK” – ALOK INDUSTRIES LIMITED (HEAD OFFICE) LOWER PAREL, MUMBAI 18 INFRASTRUCTURE Alok is well recognized for it’s various innovations and product developments, manufacturing and quality assurance. From yarn dyeing tio fabric designing, texturing, circular knitting, weaving,processing,embroidery ,garment production and testing. Having its head office in Peninsulas Tower, Lower Parel.Mumbai and Plants strategically located at Navi Mumbai in Vapi and Silvassa with easy access to Mumbai international airport/Nava Sheva seaport. They believe in their 100% serving not only their customers but also their very own employees. Their major plants are backed by 100% captive power, global standard effluent treatment unit’s high standard facilities for manufacturing, product development and marketing teams, enabling them to meet their customer’s expectations in terms of precision, quality, in time delivery, environmental and social concerns. TOTAL QUALITY ASSURANCE Having setup world class testing lab, with about huge investment, not only helps in commitment, confidence philosophy towards maintaining global standards. But also reflects their excellence. Their passion in maintaining their product quality at all times indirectly results in rise of more and more demanding customers with one of the finest house textile testing laboratories India, equipped with the world’s best testing equipment from Datacolour, Macbeth, Werner Mathis and James Heal. Right from the inputs like yarn, dyestuff and chemicals ,every batch of fabrics is tested for weaving and knitting standard, colour fastness under different conditions ,strength ,consistency and all predefined parameters of our own and of course our customers 19 Corporate Objectives    To ensure total customer satisfaction. To be a global textile enterprise. To attain leadership in all facets of operation and meet global standards of cost, quality and pricing.  To constantly provide opportunities and create values for all the employees and society at large.  To maximize profit and shareholders wealth. 20 PRODUCTS         Organic Cotton Cotton Yarn Garments Apparel Fabrics Home Textiles Polyester Yarn Domestic Retail International Operations (Retail) Realty  HOME TEXTILES APPAREL FABRICS KNITTED FABRICS 21 DYED AND POLYESTER YARN GARMENTS 22 PRODUCT INFORMATION IN DETAIL ORGANIC COTTON 23    Involved in impressive state of the art spinning, raw cotton fiber is their major input. They are committed to 'greening' of the textile business and promote fair trade practices. This ultimately results in increased use of organic and Fair Trade cotton – a practice that benefits the entire textile chain: the marginal cotton growers of the country, Alok as a manufacturer of quality textiles and the retailers.  The cotton growers get fair price of their produce, Alok gets consistent supplies of raw material, vendor loyalty and customer delight and retailers get premium and niche cotton products at competitive prices. So here all of them are benefited.  They have tied up with renowned Organic and Fair Trade cotton projects in Maharashtra, Madhya Pradesh and Andhra Pradesh in India and also in West Africa for the supply of Organic and Fair Trade cotton.  Making business eco friendly and contributing towards cleaner environment are not just socially desirable objectives they make immensely sound business sense, too. COTTON YARN 24   Cotton yarn is an essential part of the value chain. The in-house availability of all kinds of world-class yarns for woven and knitted fabrics provides Alok a considerable competitive edge in all its product categories.  Alok spins a fine combed, carded and flat cotton and cotton blended yarns for a wide range of applications.  Their greige and dyed yarns meet the highest international quality standards and are considered amongst the best in India.  Also their expansion of spinning capacities will be completed by the end of current financial year, which would increase their capacities from 20,500 tpa to 58,500 tpa.  This would make Alok amongst the largest producers of cotton yarn in India, equipped with the best possible technology and capable of producing finest quality of yarn at the most competitive prices. And the customer is and will be the winner.  Alok industry is end-to-end textile Solutions Company— and in that, cotton yarn is an intrinsic part of the value chain. The in-house availability of all kinds of world-class yarns for woven and knitted fabrics provides Alok a considerable competitive edge in all its product categories. GARMENTS 25  “The garment segment adds further value to the woven and knitted fabrics that we manufacture and also meets our ultimate objectives of providing complete solutions to our customers. We would like this segment to grow faster and thus capture the maximum value addition in the company. In a short span of time Alok has increased our product range and cater to the requirements of renowned retailers, brands, designers, importers, corporate, institutions and governments. Our garment factories are certified by leading retailers, brands and importers for adherence to social and environment compliance norms. We have specialized and dedicated production facilities for knitwear, shirts, trousers and work wear. We are soon going to enter the world of high fashion. With well-defined growth plans, we aim to become one of the largest manufacturer and exporter of garments from India. To do so, we are expanding our in-house capacity from 11 million to 22 million garments; we will produce a diverse range of knitted and woven garments from basic to fashion and from formal day wear to high performance work wear, something good for everyone.” They have specialized and dedicated production facilities for knitwear, shirts, trousers and work wear.      They are soon going to enter the world of high fashion. With well-defined growth plans, and aim to become one of the largest manufacturer and exporter of garments from India. 26 EMBROIDERED FABRICS  In collaboration with Grabal Embroideries of Austria, they have set up Grabal Alok Impex Ltd. to deal exclusively with embroidered fabrics.  With world class technology and a huge capacity of 1 billion stitches, on all kinds of woven, non-woven and knitted fabrics, Alok is geared to meet high volume production. World’s best technology and one of the most efficient work force ensure speedy deliveries and high service standards.  27 HOME TEXTILES  Alok entered into bed linen segment in 2003 and today they are one of the largest integrated sheet set manufacturers and exporters from India.  Right from beginning, this division has been a major driver for the exports of the company. Their philosophy of providing wide range of product spectrum ranging from 180 TC (Thread Count) to 1000 TC in Dobbies, Jacquards, Yarn dyed continues to fascinate and attract buyers from all over the world. Frequently introducing new finishes and products like organic bed sheets, wrinkle free and other Nano finish bed sheets. They are strengthening their product development and designing capabilities to further enhance the product range to meet the requirement of discerning designer labels. The efforts taken by them have been well rewarded by the buyers in terms of the repeat orders and higher volumes as well as by the industry councils: such as Texprocil (Ministry of Textiles, Government of India) who has awarded them with the Silver trophy for highest export of Bed Sheets for the second consecutive year.    POLYESTER YARN 28  Alok started its operations with polyester texturised yarn in 1989 by installing modest capacities and is today amongst the largest Texturised yarn manufacturers in the country with a capacity of about 70000 tons per annum.  Presently they are also implementing a continuous polymerisation plant with an installed capacity of 182,500 tonnes per annum of POY. This would enable Alok to have full control over the backward production chain, gaining tremendous competitive advantage and high efficiency.  Alok is a leader in the domestic market and also has significant presence in the international market. The Company has been awarded a Gold trophy for highest exports to Latin American countries a testimony to its growing presence in the international market.  The capacity of this division is being further enhanced by addition of 41 machines to reach capacity of 114,000 tons of textured yarn p.a. by March 2009 which would further consolidate our position in the industry 29 STRATEGIES ADOPTED BY ALOK STRATEGY GOING FORWARD APPAREL FABRICS   Improve per unit realisation by moving up the value chain (yarn dyed fabrics, bottom wear). Strengthen the designing and product development teams – Mileta to provide designing and technical inputs. HOME TEXTILES   Concentrate on value added products like higher thread count fabrics, top-of-thebed line to include comforters, quilts, etc. Penetrate domestic market - Introduce own brands and international brands (Peacock alley being signed) through licensee agreement. GARMENTS    Improve sales mix by increasing proportion of woven garments. Set up specialized units for high end shirts and trousers. Introduce branded garments using International designs and quality in the domestic market. POLYESTER YARN   Develop export market for mitigating market risk and arbitrage opportunities. Target regions like – Latin America, Eastern Europe and Asia Pacific. Backward integration into POY manufacturing / polyester chips to improve margins. 30 STRATEGIC ACQUISITIONS AND ALLIANCES  Marketing Alliance with Teviz Textile Vizela SA (Teviz), a European manufacturer of high end yarn dyed shirting.  Strategic alliance for getting Teviz’s products manufactured at Alok. The Portugal based Teviz will provide the necessary technical support and design inputs to Alok.  Acquisition of majority stake in Mileta International, a leading Czech based manufacturer of high quality shirting fabrics, voiles, table linen, bed linen and exclusive handkerchiefs. Acquisition will provide Alok an inroad into the European market and strengthen its presence in value added segment.   Alok would also get all the brands of Mileta. RECENT VENTURES Retail Venture & Brands   Alok has forayed into domestic retailing under its own chain of stores “homes & apparels”. 10 stores currently opened across Mumbai, Vapi, Bangalore and Silvassa with plans to increase the number of stores to 100 by March 2009.   Plans to introduce branded garments and home textile products. Licensee Agreement with Peacock Ally to introduce the home textile brand in India. 31 SEZ     Alok will be developing a textile specific SEZ in the Union territory of Dadra and Nagar Haveli Through its wholly owned subsidiary - 132 acres of land has already been acquired. Obtained in-principle approval from the Government of India for this purpose. Will also set up own garment, made-ups and embroidery units in SEZ. SUPPLIER TO LEADING BRANDS OF THE WORLD  Nominated/ Preferred vendor to GAP, JC Penney, Marks & Spencer, Liz Claiborne, Target, Wal-Mart, Nordstrom, Costco, Macy’s, Kohl’s, Springs etc. ALOK – VISION 2010  Be a Global Textile Enterprise  Be the largest Integrated textile company in Indian sub-continent with turnover exceeding USD 1 billion  Established Brands and Retail presence 32  Be a Star Export Trading House  Preferred choice for all stakeholders RETAIL VENTURE H&A 33  Retail foray for Alok is the logical culmination of the textile value chain that starts from cotton procurement and ends with the apparel / home textiles being sold at an Alok outlet to the end-user. They have, therefore, entered the consumer market with their retail chain of stores named as 'H&A' (Homes & Apparels). These stores are targeted at the rapidly growing mass market across India.   H&A stores are positioned as complete family stores for apparel, home textiles and accessories offering the pleasure of buying high quality textile products at affordable prices. A clear testimony to high consumer satisfaction and the correctness of their assumptions is reflected in the fact that 80% of the customers make repeat visits to their stores.  Alok’s initial rollout has given them valuable insights in the Indian textile consumer’s buying behaviour, retailing logistics, product mix and the overall complexities of the retailing business. They are now ready to go into an accelerated expansion mode. To begin with, the present 32 stores would be increased to over 250 by March 2009. 34  Their long term vision includes H&A stores located across India, giving the customer a wide quality apparel and home textile products at affordable price points at a store nearby. INTERNATIONAL OPERATIONS- TEXTILES 35  Alok's international textile operations took off with the acquisition of Mileta in the Czech Republic a European major in yarn dyed shirting, handkerchiefs and table linen, which specializes in high-value premium products. The acquisition has created considerable synergies and value addition for both Alok and Mileta. As part of Alok, Mileta is now a provider of technical expertise, especially in yarn dyed fabrics.   Well-known apparel brands such as Mileta, Erba, Cottonova and Lord Nelson are now in the Alok portfolio and are in the process of being progressively launched in India. Mileta also provides Alok greater penetration into the European market.  For Mileta, Alok's large scale, state of the art integrated manufacturing capacities provides low cost manufacturing base. The modernization programme at Mileta initiated by Alok during the year would improve its efficiencies and competitiveness in the European Market.  Together, they expect to grow considerably in the coming years. 36 INTERNATIONAL OPERATIONS- RETAIL  Alok has entered international retailing — by taking a strategic stake in a UK based retail company Grabal Alok (UK) Ltd. (formerly known as Hamsard 2353 Ltd.) having 218 retail stores across England, Scotland and Wales. These stores offer value for money ranges of garments for women, men and children and home ware and related accessories.   Alok is presently implementing several strategies to improve the performance of Grabal (UK), which includes: re branding the stores as “Store Twenty One” (from'qs'), repositioning the stores as “value proposition” from “discount stores”, improving the product profile and improving overall efficiencies.  The network of 218 stores is also being expanded to over 300, including shop-in-shops in UK's leading department stores and new stand alone stores.  They have a good team now in place and the benefits of the new initiatives have started yielding results. They would not only grow in UK but would also like to take “Store Twenty One” to other parts of Europe and even to India. 37 ALOK’S REALTY Alok's realty business is driven through its wholly owned subsidiary, Alok Infrastructure, which has contracted to develop about 1700,000 square feet of premium office space in Mumbai. This division aims at Alok generating revenue through rentals and capital appreciation.   The company also has around 400 acres of land at Silvassa which can be utilized for developing SEZ, integrated township and other commercial purposes. They would continue to explore opportunities in this sector to maximise the gain for the stake-holders. 38 PLANTS Alok Industries Plants        Turbhe - Garment Plant Bhiwandi – Weaving Plant Vapi – Continuous Processing Plant Pawane , Navi Mumbai – Batch Processing Plant Silvassa Plant – Spinning, Garments/ Made Ups Silvassa Plant (Rakholi) – Wide & Normal Width - Weaving Texturising, Knitting , POY/PTY Plants Alok Industries International Locations     Czech Republic – Mileta Bangladesh – Sales Office United Kingdom – Sales Office China – Sales Office Alok Industries Local Offices     Nariman Point – Registered Office Mahape – Grabal Alok Impex Ltd Vasona – Grabal Alok Impex Ltd Band Box – Worli – Garments, Retail 39 CSR Activities HO – MUMBAI      Blood donation camps are arranged in the Corporate Office Alok has also contributed towards the Prime Ministers Relief Fund At the companies garment plant at Silvassa , approax 1000 tribal woman have been trained Adopting schools near Silvassa for distributing free meals to the students The company also proposes to set up a partially charitable, state of the art hospital at Silvassa. VAPI PLANT   Responsible water usage and water treatment are major areas of focus at Alok At the Companies Vapi Plant, Rainwater is being collected across the Plant Area and then transported to an underground raw water tank or to a pond in the Plant Area.   This rainwater, which is superior in quality to the available raw water resources, is then used. Waste water treatment and discharge are also areas where Alok has taken a no of steps to protect the environment. Other CSR Activities  Community Development  Education  Charitable and Hospital and Medical Care  Creating a sustainable environment  Water treatment and conservation  Energy Conservation  Organic Cotton  Children Education classes for the benefit if children of construction workers at Vapi 40  Tree Plantation initiatives are being carried out at Vapi and Silvassa, as a part of greening at Vapi  Free health Check-Ups and blood donation camps at the plants. COMPANY POLICY CTC POLICY The said CTC package consists of the following elements:   BASIC SALARY HOUSE RENT ALLOWANCE  EDUCATION ALLOWANCE  MEDICAL ALLOWANCE / REIMBURSMENT  PROVIDENT FUND Super annuation Superannuation age is 60 years. Retirement will be on 31 st day of March you the completion of 58 years of age. ALLOWANCES    HRA – 30 % of the Basic Salary Conveyance Allowance – Provided as per grade of the Employee Educational Allowance – Employees of S-3 grade and above will be entitled to education allowance per month as per an amount applicable to grade. Subscription Allowance – Employees M-1 Grade and above  41 GRATUITY POLICY  All employees are entitled to the payment of gratuity on completion of continuous 5 years of service. Gratuity Payable (Basic + DA) * 15 * no of services / 26   Attendance Policy 1) Wearing of ID Card on Duty Everyone is requested to mandatory display their ID Cards by wearing the same on duty 2) Daily Bio-Metric Attendance Registration for both IN & OUT Everyone is requested to mandatory register their attendance daily in the Bio-metric Attendance System for both IN (while coming to Office) & OUT (while leaving for the day). Single Attendance registration will not be considered as Present for the day . 3) Employees going on Outdoor Duty (Entire Day/1ST half/2nd Half) The hard copy of the Outdoor Duty Forms (Annexure-1) should be handed over to the HR Dept. (Mr. Mukund Sansare) authorized by the Head of concerned department or Immediate Superior prior to proceeding on such OD .in extreme exigencies such forms can be given immediately on the next working day. The employee should clearly mention the period/timings of OD for 1 ST and 2nd Half of the day. Please also note ht delay in submission of the same will not be considered. 3) Employees leaving early or coming late (for 2 hours concession) The hard copy of early going/Late Coming Forms (Annexure-2) should be handed over to the HR Dept (Mr. Mukund Sansare) authorized by the head of concerned department or Immediate Superior prior to availing such concession. The employee should clearly mention the period/timings for the said concession. Please also note that delay in submission of the same will not be considered. 4) Employees going on Leave 42 The existing procedure in this regard of sanctioning leave from their Dept,head in the Leave card shall remain unchanged. ALOK - AWARDS & ACCREDITATIONS  Winner of TEXPROCIL’s Silver Trophy for Fabric Exports and Bronze Trophy for Made-ups export for 2005-06 in the manufacturer exporter category.    Certified ISO 9000:2000 Company. Awarded “Valued Business Partner” by Li & Fung Limited. Awarded “Certificate of Excellence” by Kohl’s Department Stores for partnership and team work.   Oeko - Tex certificate issued by Testex, Germany. Control union certificate for 100% organic products issued by CU Inspection P. Ltd., Netherlands.   Obtained the Supima license for use of their cotton in the manufacture of Fabrics. Obtained Fair Trade license for use of their cotton by FLO - Fair Trade Label Organization, Germany.  Obtained “Skal International Standards for Sustainable Textile Production” Certificate for process of natural fibers from Control Union Certification, Netherlands. 43 PART - THREE 44 Research Methodology In order to understand and achieve the objective of the project and to have an in depth knowledge about the chosen topic of interest it was important to gather the relevant data from various sources. To accomplish the objective of project, data collected from secondary sources. SECONDARY DATA COLLECTION Secondary data are the data that are collected by others and is to be "re-used" by the researcher. The most common sources of secondary data today are books, research journals, internet etc. To accomplish the objective of this work, secondary sources of data collection were used. To collect the data, questions were circulated on internet, on citehr.com a community of HR practioners and professionals. The purpose was to find the practical application, use and satisfaction derived by the organization from using these psychometric tools. The various sources from which secondary data was gathered included numbers of journals, research papers and the internet search engines, magazines etc. 45 Conclusion To sum up and conclude, it helps the HR department to meet the challenge of more than thousand employees. Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. The human intelligence is closely related with the human experience and decision making skills which is strongly backed by information's. Now a day's in every field of human working right information is considered as the most important resource of good decision making. although there was difficulty adapting to a new way of recordkeeping this but HRIS made it so much easier with a system and it do a lot for us we don’t always have to visit in the cabinet of other employee for there file just to get the information .These are the new management tricks to get all the information of other departments. 46 Bibliography http://en.wikipedia.org www.humanmetrics.com www.google.com www.alokind.com 47